Even though the executive order does not explicitly apply to the
University of Wyoming, the Governor has asked that, in the spirit of
cooperation and in recognition of the state's fiscal circumstances, we
cooperate to the extent possible. We will of course do so, and therefore
are currently deliberating how best to comply with these mandates. The
present memorandum is the first in what may be several needed to clarify
and refine university processes in response to the Governor's executive
order.

I want to make it clear that the university will not implement a
hiring "freeze" but rather a hiring "squeeze." There are some positions
critical to university operations that cannot remain vacant. For now,
all positions that become vacant from retirement, resignation or
termination will be reviewed and evaluated to determine if they are
essential to the functioning of the university. Those positions deemed
essential will receive authorization to initiate the search process.
Those not deemed essential will be delayed or eliminated.

The university community will abide by the following rules and
restrictions as we cooperate with the Governor's mandate. These
measures, effective immediately, will also help ease the implementation
of anticipated budget reductions from the state:

STAFF

1) Classified and at-will staff and administrator searches currently authorized and under way or currently seeking authorization.
All classified staff and at-will staff or administrator searches that
are currently authorized and under way or that are currently seeking
authorization will require review and determination as to whether the
search, including advertisement, can proceed. This review will be
conducted by the affected vice president and the Vice President for
Administration. These two individuals will determine whether or not the
search will continue or will be postponed. All vice presidents will
henceforth screen all hiring paperwork in their divisions. Further, as
essential searches are concluded, it is critical that hiring
authorities obtain explicit permission to hire before making offers. We
must avoid the possibility of needing to retract offers after they are
made.

2) Classified and at-will staff and administrator positions currently vacant. Any
classified staff and at-will staff or administrator positions that are
currently vacant will also require review and determination as to
whether the positions are critical to fill. This review will take place
by the affected vice president and the Vice President for
Administration. The vice presidents will identify critical positions,
based on requests from hiring authorities. All Section I programs will
relinquish funds for positions that are not authorized. As a reminder,
as stated in the Staff Central Salary Management Policy, funding for
classified staff positions that are authorized will be set at 15 percent
into the pay grade.

3) Classified and at-will staff positions currently vacant and unused for longer than six months.
Any classified and at-will staff and administrator positions that are
currently vacant and that have been unused for longer than six months
will not be refilled. All Section I programs will relinquish funds
assigned to these vacant positions as of today and funding budgeted for
these positions in FY 2010 will be removed during the budget development
process. Requests for exceptions must go through the affected vice
president and receive approval from both that vice president and the
Vice President for Administration. Exceptions will be rare.

4) Part-time staff positions. The hiring of part-time staff
(hourly non-benefited), excluding student workers, will be subject to
the same review process as outlined above for full-time benefited staff
positions. All Section I programs will relinquish funds allocated for
non-approved positions and funding budgeted for these positions in FY
2010 will be reduced during the budget development process.

5) Overtime. Effective today, employees who are not exempt from the Fair Labor Standards Act will not be compensated for overtime work. However, these employees will be eligible for compensatory time.

FACULTY

6) Faculty searches currently authorized and under way or currently seeking authorization. Any
tenure-track faculty or extended term academic professional searches
that are currently authorized and under way or for which units are
seeking authorization will require review by the Provost. The Provost
will determine whether or not the search will continue or will be
delayed. Any affected deans and directors will need to identify these
searches to the Office of Academic Affairs no later than April 17 or
risk loss of authorization.

7) Faculty positions currently vacant. Any tenure-track
faculty and extended term academic professional positions that are
currently vacant are subject to the standard central position management
process conducted by the Office of Academic Affairs. There will be no
further exigency requests authorized in FY 2009. Exigency authorizations
will be much rarer in FY 2010 than they have been in previous fiscal
years. Additionally, the amount of salary allocated to faculty positions
authorized through central position management will be that required to
hire at the entry level (assistant professor, assistant lecturer, etc.)
except under extraordinary circumstances as determined by the Provost.

8) Part-time faculty positions. To allow the institution to
respond adaptively to instructional commitments to students, there will
be no "squeeze" on temporary instructional positions (such as temporary
academic professionals). However, there will almost certainly be a
reduction in support budget funds available to pay for these positions.
This will not affect the 2009 summer session, which is self-supporting.
However, academic units should begin preparing to offer fewer sections,
starting in Fall 2009 and especially in Spring 2010, to accommodate
anticipated reduction in support budget funds.

SECTION II EMPLOYEES

9) Section II employees. The rules and restrictions identified
above apply to all Section II employees except for those exempted
below. As a result, Section II units will accumulate salary savings in
their respective units rather than reverting these funds immediately to
the university. Salary savings accumulated in Section II programs will
be reviewed at a later date for the potential to mitigate Section I
budget reductions.

10) Externally-funded contracts and grants. All Section II
externally-funded contracts and grants through the Office of Research
and Economic Development are excluded from any hiring and spending
restrictions. This exclusion includes pass-through grant funding to
academic units from the School of Energy Resources and the Enhanced Oil
Recovery Institute. However, base faculty and staff positions associated
with regular legislative funding from the university's Enhanced Oil
Recovery Institute, Medical Education, and WICHE agency accounts are
subject to the hiring restrictions outlined above.

NON-ESSENTIAL EXPENDITURES

11) Non-essential expenditures. I expect all units to be prudent with non-essential expenditures from this day forward. Every
attempt should be made to minimize travel, the purchase of supplies and
equipment, and contractual services. I will address the mandate to
limit non-essential expenditures in a permanent way when budget
allocations are made for FY 2010.

I regret having to institute these measures. However, as the
Governor's executive order indicates, it is important for all state
agencies to begin preparing for the effects of the recession on
Wyoming's state budgets.